Successes & Blockers

The Best Leaders... are interested in the successes of the people they lead. Surprisingly though, 45% of frontline managers spend less than 10% of their time coaching their direct reports [1], and less than 1/3 of employees feel engaged [2]. Improved...

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Continuous Feedback Leads to Authentic Teams

Performance reviews in the classic sense are designed for annual, semi-annual, or if the company is progressive, quarterly reviews. The best intentions are that these reviews give the employee feedback on how they are doing relative to being successful in...

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How to Select Performance Categories for Loop2U

Background The typical performance review has a long list of performance categories, which make it hard on both the leader and the team member to decide where to focus. Loop2U is designed to create a tight performance focus. When setting up the Loop2U...

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Why I Started Loop2U

People, Communication, and Information are vital for high performing teams. When there’s a disconnect between any of these elements performance suffers. For example, I’ve seen information breakdowns that cause good people on good teams to spend time and money working...

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Suppressive Fire: Do daily task keep you from innovation?

Innovation is the favorite word of that one guy out there who writes all corporate mission statements. Unfortunately, putting the word on your wall doesn’t make it happen. Innovation requires movement. And when we’re pinned down by the pressures of our daily workload,...

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Manager Engagement: thoughts from a USMC fire team leader

We often talk about employee engagement, but I’ve heard it said, “you don’t leave a company, you leave a manager”. In many ways, this makes a lot of sense. At my last two companies, I had, at most, a handshake with our CEO. I’d been in a few meetings with the...

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Don’t Walk In Circles: Set Professional, Annual Goals

The annual goal system is about as effective as a jolly caucus race. Still, there are things you can do. A while back, I was in a meeting where we were presented with a new goal based performance review system. In an attempt to value employee development, all...

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Misaligned Alignment

A few days ago, a co-founder was explaining the enormous effort that goes into creating strategy at the executive level. Sadly, this was the first time I had really thought about the work that goes into strategy at the executive level. This is because most of what I...

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Why your team lies on employee engagement surveys

Lie is a strong word, but when you are paying a good chunk of change for an independent analyst to collect engagement data from your teams, you expect honest, quality data. However, from an employee perspective, engagement surveys are awful. I’ve had friends ignore...

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What I learned my first night as an Uber driver

The first thing I learned (completely unrelated to the topic at hand) is that driving Uber is like playing Pokémon Go, only you get paid, and all the Pokémon are at bars at 1 am on a weeknight. The important thing I learned was about performance reviews. You’re...

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Cynicism With a Dash of Hope

I don’t like being lied to. Maybe that’s a character flaw, it’s hard to say. Either way, I don’t enjoy it. As a manager, I suspect that my team doesn’t like it either. Yet, for some reason, there’s a cultural expectation that no matter how grim the outlook from the C...

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